It's been a while since I've updated this blog. If you're still here, drop me a comment to say hello or click an ad so that I know someone is still reading me?
So what's new?
I'm still here and ended up doing something new, for the past four months I've been at a company who is running PeopleSoft alongside a (relatively recent) SuccessFactors instance. Let's call them NewCo (NC) for now.
I know a lot of you out there are SF fans whose careers in the SAP space parallel mine in the PeopleSoft space. It wasn't that I was specifically seeking out a move to SF ('old dog' and 'new tricks' springs to mind) but I'm not a diehard software loyalist and the time, space and place was right for me.
The technology landscape of how this company is running both PeopleSoft and SuccessFactors is a story for a different day and another post...
It's still early days on my SF experience but a few thoughts as I start to get my sticky fingers on the system.
I joined a conference call early on and it was with the consulting partner who implemented the instance of SF and the top management of NewCo. Man, I know I'm in a rut with all things PS and Workday but I slotted very easy in my brand new SF rut!
It was the exact same conversations that I've been having in the past few years at companies who have recently implemented Workday, but 'find and replace' the term 'Workday' with 'SuccessFactors' and you get the idea.
NewCo Management: 'So what should be next on our horizon, what should we be worrying about?'
SF Consulting Partner: 'Well, you'll want to standardize your operational processes so that you can maximize your software investment by implementing new functionality. We recommend that you set up a global governance team comprised of representatives of the various HR functions...you'll need resources available to test the twice annual upgrades...you should join our customer community for tips and interaction with other customers...'
Basically it was the EXACT SAME conversation that I'd hear post-implementation in a company running Workday. Yeah I know all of you out there who are more hardcore IT and technology agnostic are rolling your eyes right now but for some reason I didn't realize that underneath the covers that these cloud solutions would be so similar. One would not have expected this if you listen to the sales pitch of the various vendors. ;-)
I'm reminded of the 'Coke vs. Pepsi' debates of the 1990s in the US. I know there's a diehard population who swear by one or the other and can tell the difference in a blind taste test but for the remaining 95% of the population, they're indifferent. Give them a can of caffeinated brown fizzy water and you've met their need.
Is it the same as an HR systems user? As long as I can hire, promote, pay and terminate an employee does it really matter to me if I do it in Workday or SuccessFactors? Stay tuned as I figure that one out.
